In today’s digital age, every company relies on technology, whether for cybersecurity, data analysis, or customer engagement. However, sourcing tech talent remains a challenge - especially for non-tech companies competing with traditional tech giants.
With more than 50,000 tech employees laid off in the first four months of 2025, non-tech companies now have a unique opportunity to attract top technical talent. But how can they stand out and successfully build their technical teams?
Below, we explore eight key strategies to help non-tech companies succeed in sourcing tech talent, hiring the right candidates, and building a future-ready workforce.
What Technical Roles Does Your Organization Need?
To compete in the digital landscape, non-tech companies should prioritize hiring for key technical positions, including:
- Software developers: Creates and oversees computer and app software
- Cybersecurity engineers: Protects sensitive data, including financial records and customer information
- Data scientist/data analysts: Studies data to guide strategic decisions,
improve performance and maximize profit - Product/UX/UI designers: Develops and implements a smooth user experience for web portals and native apps
- Digital marketers: Promotes offers via online channels, including social media and websites, to build brand awareness and generate leads
- IT support specialists: Provides tech assistance, including troubleshooting, user support, and training
Despite the growing demand for these roles, a McKinsey survey found that out of 3.5 million tech job listings, less than half had suitable candidates.
This skills gap presents a challenge but also an opportunity for non-tech companies to excel in sourcing tech talent strategically.
8 Strategies for Sourcing Tech Talent in Non-Tech Companies
From small startups to large enterprises, companies in every industry need to compete for highly skilled tech professionals. Here’s how to make your company stand out:
1. Offer Flexible Work Conditions
Flexibility is a top priority for today’s workforce, especially for tech-native Millennial and Gen Z professionals. Many tech jobs can be performed remotely, and strict schedules are often unnecessary.
Many leading companies now emphasize flexible work policies, offering remote and hybrid options to appeal to top tech professionals. By clearly outlining flexibility in job descriptions, companies can attract a wider pool of qualified candidates who prioritize work-life balance.
2. Promote Your Tech Stack
Tech professionals value companies that invest in modern tools. Research shows that 50% of U.S. tech workers prioritize access to updated technology. Highlighting your company’s cutting-edge tech stack in job listings can help attract top candidates.
When hiring for tech roles, advertise your technology stack, like REI does in their tech job descriptions, to show your committment to innovation.
3. Benchmark Competitive Compensation and Benefits
Compensation matters, but benefits play a crucial role in attracting tech talent.
Companies that can’t compete on salary should emphasize perks like:
- Tuition and professional development reimbursements
- Flexible or generous paid-time-off (PTO) policies
- Remote work stipends
- Health and wellness programs
- Performance-based bonuses
Companies like Liberty Mutual and Nike stand out by offering extensive benefits such as sabbaticals, adoption assistance, and wellness initiatives.
4. Showcase Company Values
Tech professionals, especially Gen Z, prefer employers whose values align with their own. 81% of Gen Z workers only apply to companies that reflect their values.
According to Indeed, the top company values tech workers look for include:
- Transparent leadership - 90%
- Gives back to the community - 80%
- Shares my values - 76%
- Allows me to learn new skills - 60%
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5. Tout your stability
With more than 50,000 tech employees laid off in the first four months of 2025, job security has become a major concern.
Companies that emphasize long-term stability and career growth in job descriptions can stand out from competitors and attract loyal employees. Contrary to popular belief, Gen Z is increasingly prioritizing stability in the workplace, valuing job security, steady career growth, and sustainable employment options.
If long-term security isn’t guaranteed, highlight company longevity, share employee success stories, and provide transparency around business performance.
6. Feature Your Technical Employee Stories
People connect with stories, so why not leverage this when hiring for tech roles?
Transparency also attracts job seekers because it builds trust and gives a look into what it’s like to work for your company.
Use your website, careers page, and social media platforms like LinkedIn and Glassdoor to showcase:
- Your technical teams and departments
- The problem(s) you aim to solve
- Who do you help, and why
- Photos, videos, and words to tell the story
- Company culture, values, and processes
Companies like Cotopaxi use founder and employee stories to create an engaging, people-focused brand that resonates with job seekers.
7. Use Search-Friendly Job Titles
To reach top tech talent, job titles and descriptions must be clear and searchable.
Instead of vague titles like “IT Specialist II – HTML”, use straightforward terms like “Web Developer”. Optimizing job descriptions for search can significantly improve visibility in hiring platforms.
According to the Bureau of Labor Statistics, tech jobs with the highest growth potential include:
- Data scientist
- Information security analyst
- Statistician
- Web developer
- Software developer
- Computer and information research scientist
- Software quality assurance analyst
8. Leverage Early Talent Pipelines
By the end of 2025, Millennials and Gen Z will make up 75% of the global workforce. Young professionals bring new ideas and adaptability, and the most popular positions that Gen Zers apply for are in technology.
Not only are there many looking for jobs in the tech sector, but there are benefits to hiring early-talent tech employees:
- Fresh outlook and energy: Many young workers are eager to learn and improve their skills.
- Tech and AI fluency: As digital natives, young people have a natural understanding of the theories and applications of technology.
- Cost efficiency: While a fair wage is important to early talent, their starting salary is typically less than that of prospects with more experience.
- Stronger culture: Younger generations prioritize culture and usually want to participate in team building.
- Long-term commitment: A recent study found that 85% of students want job stability, showing young talent wants to commit to longevity.
The Future of Hiring: Build Tech-Forward, AI-Ready Teams
Attracting top technical talent isn’t just about hiring for today’s needs—it’s about future-proofing your business for the AI-powered transformations ahead.
Non-tech companies must do more than digitize—they must embed tech talent into the core of their business strategy.
Winning over future-ready engineers, especially Gen Z, means aligning your employer brand with what they value most: innovation, purpose, flexibility, and real impact.